Workplace reviews and discussion: 奧汀整合行銷傳播股份有限公司

The environment is okay. When I was there, the company was already planning to move to a new address. The coworkers were easy to get along with, but there were only one or two experienced employees, so when you encountered something you didn’t understand, there was no one to ask. They also said it was better to figure things out yourself. The employee training was very good, though—kudos for that.

1. The company is jointly owned by a married couple, so if they argue or have conflicts in private, it can affect their moods at work. They often lose their temper after only a few words. The two of them also handle things very differently. The man will first point out your mistake, then teach and explain. The woman simply says that you are wrong and that there is a problem with your work, and tells you to ask questions—but when you do, she says, “How can you not know something this simple?” and tells you to research it yourself. Their standards are inconsistent, which puts the employees in an awkward position. Things like planning are inherently subjective, but as the two supervisors, they should properly mentor people and maintain consistent standards instead of blaming everything on new employees.

2. I think the salary is average to slightly below average. There is a raise after the probationary period, and overtime is paid, but they do not want you to work overtime. However, there are four newcomers alone in the planning department, and the only person with slightly more experience had just reached six months. If you wanted to ask how a proposal could be improved or what the usual format was for an Otin budget sheet, he did not have much experience and could not provide guidance. New employees had to figure everything out by looking through past examples. After finally researching and completing something, the woman—the vice president—would say, “That’s not how a budget is laid out! Where did you get that?” I answered honestly that I had researched and imitated a similar case, and she said that it was not a good project. (Wait, hadn’t all the examples been reviewed by her and deemed good enough to put in the database?) She told me to refer to something else. == In short, you have to spend a long time figuring things out on your own, and if you get it wrong, you still cannot get a clear answer by asking. Every time you ask a question, you have to be as tense as a maid or eunuch waiting on an emperor.

3. The position is advertised as executing proposals, but because they are constantly short-staffed, you also have to manage the website and handle business-related tasks. The only thing that gave me some sense of balance was that the design department provided finished background images for you to use; otherwise, people would complain that the backgrounds in your PowerPoint presentations were never attractive enough.

4. Although the two bosses have extensive experience and strong abilities, they actually do not know how to train their employees. That is why, after 20 years, there are still only 20 employees—and they are all new—which causes talented people who genuinely want to stay to become disappointed and frustrated and resign voluntarily. I believe everyone should focus on their own area of expertise. The employees they hire are all capable, but the bosses use their existing knowledge to suppress you. In fact, you may be right, while the boss has simply failed to verify or learn the facts, leaving you feeling extremely wronged.

5. Each person is responsible for about five projects, so you really do need to work overtime every day. It is absolutely not like the vice president says—that if you are capable enough, you will not need to work overtime. Sometimes a client requests copy changes at night, and you have to work overtime. You also have to write an explanation to apply for overtime pay (but you cannot blame the client). In addition, there are an absurd number of procedures—pointless processes. For example, to request a box of water, you first have to fill out a form, print it, put it in a folder, and then ask three people [for approval], and so on. It is something the boss could resolve simply by signing, but they insist on making it complicated, or on having an SOP like a large company. (I’m not saying that following procedures is bad, but there are really far too many unnecessary ones, so it left a strong impression.) Shouldn’t you first have the capability and the number of employees to support that?

There is actually much more I could complain about, but I’ll leave it for future employees to experience for themselves—it will be more interesting that way~